When writing employee reviews, supervisors are typically called upon to evaluate employees on the basis of intangible factors, such as cooperativeness, dependability and judgment. The higher up the organizational chart, the more important those traits become. Yet most supervisors find intangibles the most difficult factors to evaluate, probably because they seem so personal.

How to measure an employee’s ‘intangible’ traits

Business Management Daily recommends managers follow two guidelines when addressing intangible traits in an employee performance evaluation:

1. Match traits to the job.
2. Match traits to behavior.

How to measure an employee’s ‘intangible’ traits

You can’t help being subjective when evaluating intangible factors. But you can avoid bias by focusing on concrete examples of instances in which the employee displayed positive or negative behavior regarding a particular trait.



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